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TLNT (http://www.tlnt.com) is an online publication about “The Business of HR,” with news, insights and topical information from experts and thought leaders in HR, talent management, and all areas related to managing a workforce.
My first SourceCon, the two people on my list to meet in real life were Aaron Lintz (who helped with a noob question about Kimono), and the Tool Master, Dean Da Costa. This was way before I was writing articles, building toolboxes, or muttering about profiles sites in front of an audience.
Quality of hire is the most important and most difficult metric in talent acquisition. Talent Tech Labs, a New York based incubator, introduced me to Talenytics, a software vendor that focuses on quality of hire.
Perks and benefits add value to a job, and top talent has been vying for the companies that offer the best “extra little something” over the past few years. However, you’re fooling yourself if you think that an endless selection of K-cups in the break room will detract from lackluster salaries.
Sooner or later, you’re going to be put in charge of a project, team, or department where you’ll discover that you’re working with someone who “rubs you the wrong way.” Sometimes you know why. Often you don’t.
What industry sector has the highest turnover? Turns out that last year it was tech. And not all tech, but the sector where companies are perpetually scrambling to find people to hire, which means tech software.
A new req opens, and you need to find people. Where do you go first? You probably hop on LinkedIn Recruiter or Indeed and start a new search. I bet you aren’t searching your first-degree connections on LinkedIn, though. Why not? You are already connected to these people. You have their email. You sometimes have their phone number. You can send them a free InMail or send them something over LinkedIn Messaging that shows up just like a Facebook message. Although I recently learned when you send a first-degree connection an InMail, it shows up just like something sent over messaging.
There is no time period more paramount to an employee’s career than onboarding, yet so many companies are failing at the process. With up to 30% of new hires quitting in their first six months and 22% leaving in the first 45 days, it’s clear that an effective onboarding routine is not only critical to employee productivity and success, but also for retention.